Training puzzle

A series of surveys on training trends have revealed a disconnect between the training on offer and the value of the training being delivered. Sara Bean reports

According to the IWFM, training in facilities management is responding to the advances in technology by taking a more data-driven, strategic, and sustainable model, requiring a shift from operational maintenance to managing digital systems, AI, and environmental impact.

However, new research by Bidvest Noonan has revealed a training paradox which could be undermining these modernisation efforts. The report highlights a significant gap between technology ambition and its successful adoption in the FM sector.

Bidvest Noonan surveyed 110 senior FM decision-makers with authority over technology investment, managing estates ranging from 20,000 to over 500,000 square feet across the UK and Ireland. The findings revealed that human factors, not technology itself, are key limitations to success.

While 64 per cent of FM leaders cite inadequate training and change management as a primary cause of technology underperformance, only nine per cent identified it as a critical factor when reflecting on technologies that had succeeded. Bidvest Noonan describes this gap as the ‘training paradox’.

Phil Darcy, Head of Data & Emerging Technologies at Bidvest Noonan, said: “Our research reveals a troubling contradiction. When technologies underperform, inadequate training is among the top causes cited, yet it ranks lowest among the factors that organisations prioritise for success. Closing that gap should be a priority for any organisation investing in technology.

“The data shows something important here, almost half of FM leaders identify skills and capability gaps as a major barrier, while only one in seven cite staff resistance to change. This tells us that what looks like resistance is actually a capability issue. People lack confidence in their ability to use new technology effectively, which can result in hesitation or pushback.”

PUBLIC AND PRIVATE SKILLS DEFICITS

Differences in skills training have been revealed in the IWFM Market Outlook survey which suggests that the public and private sectors may be dealing with significantly contrasting skill deficits within their organisations. It found that the biggest skills gap around data analysis is in the private sector, with 43 per cent of FMs reporting a gap compared with 30 per cent in the public sector.

This contrast between public and private sectors is even more stark in the sustainability and energy management skills category. Here, just 17 per cent of public sector FMs reported a skills gap in the area, compared with 40 per cent in the private sector. This area of skills showed the biggest variation between public and private sector responses.

By contrast, asset management is an area where private sector FMs were less concerned than their public sector counterparts; 25 per cent of private sector FMs talked of having a skills gap in this area compared with a sizeable 47 per cent of public sector respondents.

Responses also suggested public sector deficits compared with the private sector in technical proficiency, soft skills, and finance skills. By contrast, the private sector did better than the public sector in terms of project management, procurement and general digital skills, although these gaps were less pronounced.

VALUE FOR MONEY

Determining which skills are of most value is a key challenge in delivering workplace training. A report by compliance training provider Skillcast reveals that streamlining basic and mandatory staff training and stepping up ‘high value’ skills development in the workforce could make up for an estimated 21m working hours which is currently being “lost” a year on training that only enables employees to meet the minimum requirements for their job. This costs an estimated £416 million per year, or 11,147 full-time equivalent roles.

Of the 11 sectors analysed, business services topped the list, spending 3.3m hours – or £65.3m – on basic and mandatory training. Hospitality ranked second at 2.8m hours (£55m), followed by wholesale and retail at 2.6m hours (£51.4m).

The figures were compiled by Skillcast as part of its Lost Hours Report – a sector-by-sector study examining where mandatory training is eating up working hours, and how they can be reclaimed.

Training on health and safety may be non-negotiable – but the report argues that it could be delivered more efficiently without compromising quality and effectiveness. This would free up staff to focus on building ‘high value’ supervisory, managerial or technical skills that help businesses be more productive, innovative and profitable.

“Inefficient training comes with a hefty price tag for businesses, and the UK economy” says Vivek Dodd, CEO of Skillcast. “It’s not just the time and money spent on training itself but the missed opportunities to develop employees’ skills in a way that delivers value.

“Essential training doesn’t have to be time-consuming, in fact, it’s often better when it’s not because employees are more likely to engage in it. Targeted sessions, based on an individual’s skills requirements and role, ensure they’re meeting the standard while also giving them back time for building their professional and specialist skills.”